Organisational Behaviour: Impact of Culture, Power, Politics, Motivation Theories and Techniques

This report analyses the impact of culture, power, politics, motivation theories and techniques on individual and team behaviour and performance in Tesco. It discusses V room’s expectancy theory, Adams equity theory, and Contents theory of motivation. The report also covers the concepts and philosophies of organisational behaviour for a business situation.

Organisational
behaviour

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
LO1..................................................................................................................................................3
P1 The way in which culture, politics and power impact on individual and team behaviour and
performance.................................................................................................................................3
LO2..................................................................................................................................................8
P2 The way in which different content and process theories of motivation and various
motivational techniques...............................................................................................................8
LO3................................................................................................................................................10
P3 The way in which effective team is formed as opposing an ineffective team......................10
LO4................................................................................................................................................15
P4 Concepts and philosophies of organisational behaviour for a business situation................15
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................19

INTRODUCTION
Organisational behaviour can be defined in manner that it is study of human behaviour in
organisational settings and also it is a kind of interface between organisation and human
behaviour and the organisation itself (Abdulmuhsin, 2021). Organisational behaviour has its
roots back to Max Weber and organisational studies. In this report, analysis has been done on
power, politics and culture and identify its influence on the behaviour of people at individual and
team level. The chosen organisation is TESCO. It is a general merchandise retailer company
which was founded in year of 1919 by Jack Cohen as a group of market stalls in Hackney
London. This company deals with effective general merchandise and multinational groceries
through which they generate revenue on larger extent. The analysis has also been done on to
motivate individuals and team members for achieving their goals. The research has also been
done on the philosophies as well as concepts of organisational behaviour in a particular business
situation. MAIN BODY
LO1
P1 The way in which culture, politics and power impact on individual and team behaviour and
performance
Level of culture
The level of culture in an organisation specifically denotes the intensity of culture present
in the organisation. This level is basically obtained by a business entity by the presence of
several types of employees who belong to different sections of the society. It is essential for the
top level management to take necessary actions related to management of culture in a short
period of time (Al-Swidi, 2021). At Tesco being a multinational company the level of culture
present is there in a severe intensity so management has to take necessary actions to develop
different cultural practices.
Cultural web
This technique is widely adopted by many different multinational organisations like
Tesco to map culture which is present in the organisation. It is helpful in achieve different goals
and objectives of the organisation and this model in the field of management came into force in
1992.

Handy's model of culture
According to this model, it has provided in determining various types of cultures within
organisations. The main stages of this model for Tesco are as follows:
 Power culture- This is an important type of culture in an organisation since the power to
make choices is placed in the hands of a few individuals. Management plays a significant
role in this type of culture in order to guide the achiebemnt of the organization's goals.
 Task culture- It relates to the practise of establishing tasks and activities linked to an
organization's operation (Balwant, 2018). The task culture focuses on distinct staff tasks
and responsibilities in order to build a valid strategy that is beneficial to the company's
success.
 Person culture- This is a form of culture that is mostly used at Tesco and is linked to a
certain personality. This type of culture is primarily concerned on the development of a
single employee, which is a huge drawback for the entire company.
 Role culture- This is a key type of culture in which a person is assigned distinct jobs and
duties in a firm based on their qualifications.
Organisational power
The ability and strength of an organisation to deal with a variety of situations is referred
to as organisational power in the marketplace. A business has to acquire strength in a short time
limit in order to deal with the various market effects that are brought by competitors.
Power politics
The power politics is considered as major force behind activities and functions which are
happening in the organisation. It is considered as major force behind the development of a
business and it is also considered as negative side of a business which leads to conflict between
different team members.
Power of the boss
Authority and power of the boss is referred to the possession and governance of the
supreme authority of a business (Benuyenah, 2021). In a business power of the boss leads to
develop unethical practices in a business and also develops nepotism in most of the cases.
Formal power

The formal power of a business is defined as the legal authority that allows it to establish
and govern different employee-related responsibilities. Formal power in the working of a
company often rests in the hands of top and the middle management in order to carry out various
activities and functions.
Leadership vs power
Leadership power is considered as the major authority lies in the hands of a leader in the
organisation. In a business a leader is supposed to manage large number of members so the
leader can prevent misuse of power and can also develop power related to a subject matter in the
company.
Coalitions
In a business coalition is referred to an association which is indulged in performing
specific actions and can also perform protest related to a subject matter. Coalition is majorly
present in every organisation in order to perform various activities and issues which are directly
or indirectly related to business and employee performance.
Political sexual harassment
It can be referred to as the way wherein the supreme authority is being exploited by the
worker. This is mainly faced by various organizations and the workforce mainly quit their own
jobs.
Types of power
French and Raven identified the five primary ways in which power can extended in social
situations
Referent Power-
This is based on an individual's interpersonal attraction to another. Assume that an indivdual adm
ires a person, namely A, and as a result, it will follow B, owing to the qualities of B andthe repu
tation inside the organisation. This is observed in advertising since the celebrities promoting a pr
oduct mainly impact the public. If Tesco makes use of this power, it will improve the company's
revenues since it will be able to sell its products through advertising in partnership with a well-
known celebrity, which will influence customers.
Expert Power- It refers to the fact that a person A has more power than person B due to the fact
that A has greater expertise and experience in the company. For example, a professor has more
power in classroom for its knowledge and degree that the professor have with the experience. In

context of Tesco there are certain departments where each individual is known for its domain.
Suppose in finance department the accountant person will have more power in rest of the
members because of its knowledge. For instance, A professor, for example, has more influence
in the classroom because of his or her expertise and degree, as well as their experience.
Similarly, there are specific departments at Tesco where each employee is known for their
specialty. Assume that in the finance department, the accountant has greater power than the other
members due to his or her knowledge.
Reward Power-
When a person A is rewarded for doing a better job in the organisation than a person B, this is
known as reward power. Person A, on the other hand, gets benefit by having greater duties. If
Tesco plc follows this by rewarding employees based on their performance by promoting them,
increasing their salaries, and recognising their work, job performance will improve, and output
will increase, resulting in higher profits for the company.
Legitimate Power-
The management has power over the employees because of his or her authority and position. The
manager is in charge of overseeing and regulating the day-to-day operations of the company.
This is an excellent plan for Tesco since the staff will be managed and the tasks will be
completed on time, which will help the company achieve its objectives.
Politics- It is an informal , unofficial practice to increase power or achieve other targeted
objectives in the organisation. The political behaviour in the business organisations involves
many activities such as spreading rumours, leaking any kind of confidential information and
favouring a particular group of people in the organisation for personal benefit. This kind of
behaviour is not approved by the business organisations it is self serving which employees do.
Types- There are four types of politics in business organisation The Weeds – it is an informal way to influence the employee for the personal benefit. If
the company Tesco plc support the weeds for a change in the organisation
 Rocks- Individual interactions and a formal source of authority such as title, function,
knowledge, or access to resources are the foundations of this type of politics.
 High Ground- It includes both official and informal authority, as well as organisational
systems such as rules, structures, policies, and guidelines.

 The Woods- It is a formal procedure that governs behaviour. It involves asking questions
and receiving the answers from specific members of the organisation.
Influenced Individual behaviour and
performance
Teams members behaviour
and performance
Culture If Tesco keeps the positive
culture and adopts task culture
the individual will be more
clear about his/ her work and it
will positively impact the
performance of the
organisation.
The positive culture of the
company will impact the better
performance in the
organisation as there will be no
conflicts between the tea
members of the organisation.
Power The excess use of power can
cause the demotivation on the
individual and can lead to low
the performance and
dissatisfaction for the
employee.
Here the manager can use the
reward power to encourage its
employee for better growth of
the company.
If it is used in a right way, then
it will be beneficial for the
company. The legitimate
power can be utilise so that e
team members will be
organised and will have correct
guidelines from one leader
which will not create chaos
among the members.
Politics If the politics is used in the
organisation on the individual
basis this will dissatisfy the
employee and will lead to a
bad experience for the
employee in the organisation .
If politics use between the
team members it will create
conflict between the
employees and this will impact
the less productivity of the
members in the organisation.

LO2
P2 The way in which different content and process theories of motivation and various
motivational techniques
V room’s expectancy theory
This is a well accepted management theory that Tesco employs in all of its locations. This
theory is used to motivate various employees, and mainly relates to a workforce with a
relationship to expectancy (Bhattacharyya, 2021). A motivating force team is formed with the
help of this theory. It is made up of three major components, which are diacussed below:
 Valence- This is the first stage in this theory of motivation, and it focuses on emotional
orientation, which leads to greater results. The depth of demand for extrinsic and intrinsic
goals by various employees is measured in this fundamental idea.
 Expectancy- It takes into account the wishes and expectations of various employees in
relation to the duties that they are capable of performing. Employee expectations should
be taken into account by management in order to improve employee happiness.
 Instrumentally- In this final technique component, employees primarily assume the aims
that they want to achieve in their careers. It is critical for management to consider this
method when determining the needs and desires of various personnel.

Adams equity theory
This theory in the field of management mainly deals with the contribution of employees
and the work they have done for organisational benefit. This theory of motivation increases
productivity of employees by focusing on performance of employees. At Tesco the top level
management mainly focus on achievement of several organisational objectives with the help of
this theory of management.
Contents theory of motivation
This theory of motivation mainly includes different compulsory tools which are required
by an organisation to fulfil demand of employees. In this approach an organisation mainly
focuses on development of a professional plan which is effective in development of needs and
their fulfilment in a short span of time (Furnham, 2021). The major role of an organisation in this
theory is to understand workplace and personal needs of the employees. Once after successful
identification of different practices the management takes essential decisions which are effective
in fulfilment of different needs of the employees.\
There is been seen that in order to manage the work the hierarchy through the Maslow the
underlining nature and the issues are that all such level which are been made that all such levels
are made at given time. Individuals generally are motivated through self-actualization as all such
needs cannot be afford to forget their basic needs. But on the other hand their is seen that all such
needs are independent and are also overlapping to each other to manage the further motivation.
Maslow's theory:
This theory of motivation mainly assists an organization's management in identifying
several types of needs for organisational development. This idea covers a set of ways that have
been shown to improve employee work satisfaction. The following are the five most important
needs:
 Psychological needs: This refers to the basic necessities of employess, such as water,
food, and housing. Management has a vital obligation to meet the various psychological
demands of various personnel on a regular basis. Safety Needs: An organization's management is required to meet the safety needs of its
personnel. Management has a major and ethical responsibility to develop this need in
order to promote employee job satisfaction.

 social need: Tesco uses this idea to meet the social demands of various customers and
staff in order to achieve business growth and development (Imafidon, 2021). An
organization's primary obligation is to develop and fulfill ethical demands of employees
in order to run smoothly.
 Self-Esteem: This is a major need that every individual desires at some point in their
lives, which can be described as a sense of accomplishment in one's work. Tesco's
management is concerned about their employees' perspectives in order to grow them. Self-Actualization: It is related to the development of a level of hierarchy needs in which
the majority of employees seeking self-realization in relation to their performance and
accomplishment.
Herzberg's Two Factors Theory
According to the theory, there are two aspects that determine whether an employee is
satisfied or unsatisfied at the work. It focuses on the staff's root reason. The following are the
two factors:
 Hygiene factors- It include working conditions and the environment, as well as safety,
pay, and business policies. Employee dissatisfaction can be caused by hygiene, yet it is
impossible to achieve satisfaction without driving elements.
 Motivating Factors- This element has the ability to satisfy people without causing the
hygiene factor to intervene. Some of the motivating elements are the opportunity and
obligation to do something, acknowledgment, engagement in decision-making, and other
factors that provide satisfaction from the job (Weir and et. al., 2021).
Tesco can follow Herzberg's Two Factors Theory in their organisation. It will help them in
ascertaining the factors which motivate or demotivate the employees so that they can use those
factors to motivate their people and direct their efforts towards the organisational goals.
LO3
P3 The way in which effective team is formed as opposing an ineffective team
Formation of a team
The formation of team is considered as major approach in development of precise team in
the organisation for the achievement of different goals and objectives. In a business entity it is

major responsibility of management to develop an effective team in order to accomplish
organisational goals and objectives (Khaola, 2020). The team formation should include various
parameters and dimensions that are effective in formation of a powerful team.
Working group vs team
In an organisation working group is referred to the team of different people who are particularly
engaged in performing unique tasks and they help each other. On the other hand, team refers to
an association of different people who are all engaged in a specific task and achieve mutual goals
related to functioning of a company.
Figure 1 Team work diagram, 2021
TP model
The TP model in the field of management is very useful as it is scientific and
mathematical techniques to perform different operations. The respective model has been
capitalised by Tesco to dominate various marketing related operations. In many different
functions of the organisation it is essential for a business to implement TP model as it provides
suggestions for formation of different type of teams which are effective in team development.
The major four types of teams are mentioned below:
 Functional teams- These types of teams are majorly based in different functions which
are played by the employees (Patnaik, 2021). In this approach many different functional
teams are formulated at Tesco in order to gain competitive advantage.

 Cross functional teams- In an organisation these teams are formulated on the basis of
various functions performed by different employees. It is major responsibility of different
top management employees to develop cross functional teams for increasing
effectiveness and efficiency of a business.
 Self-managed team- The organisation achieves various objectives with the help of self-
managed teams. Many different companies in global and national market gives priority to
self-managed team for business development.
Successful team
A successful team in an organisation is a group of people who work together to complete a set of
duties and goals for the company in a specific amount of time. The key to a successful team is to
have a right set of employees who are both hardworking and positive. Every organisation
requires a successful team, and they are also beneficial in achieving organisational goals within a
specific time frame.
a Effective Team
It is a group of people who are efficient and capable of fulfilling various organisational functions
in a timely manner. Tesco invests heavily in the development of effective teams in order to
achieve a variety of organisational objectives (Sadeghzadeh, 2021). An effective team is
dedicated to performing numerous organisational activities as
efficiently as possible in order to accomplish the desired results.
Soft vs hard skills

Soft skills
It is an important aspect of an employee's personality that contribute significantly to the
growth of the organisation. They are a basic feature of a person that boosts an organization's
productivity. They are intangible skills that are a part of a person's personality and are beneficial
to the growth and development of an organisation. These play an important part in an
individual's growth as well as the attainment of numerous organisational goals. The following
are the skills which are used by Tesco are following
 Emotional intelligence
 Communication skills
 Mental strength level
 Reasoning ability
 Teamwork skills
 Leadership skills
Hard skills
Hard skills are a type of significant skill that relates to a candidate's practical knowledge
(Shafait, 2021). In today's competitive world, it is necessary to develop hard skills in order to
increase efficiency and effectiveness in operations..
Vaious hard skills that are used by Tesco are as follows:
 Computer skills
 Technical skills
 Microsoft skills
 Marketing skills
Six hats thinking skills
The six hats thinking skills are an important aspect of personal and mental development that is
required for employee advancement. Tesco employs these abilities to train various personnel in a
flexible manner. For a person to gain a competitive edge in an organisation, the six hat thinking
skills are the most critical. Six hat thinking skills which are mainly utilised by Tesco are
following:
 Logic
 Creativity
 Emotion

 Control
 Caution
 Positiveness
Tuckman Model of Team development
This model illustrates the various steps that a team must go through from the time it is
formed until the project is completed. These are the steps:
• Forming- At this stage, a term is established, and everyone is expected to obey their leaders
and behave correctly. Tesco's leaders must provide strong information and direction at this point.
• Storming- At this stage, there are conflicts among the members, as well as some frustration.
The company's employees are more concerned with enhancing their own image than with
completing the mission.
• Norming- At this point, the team begins to solve problems, recognises the strengths of their
peers, and respects the leader's authority. Tesco's leader is attempting to bring them all together
(Kolluri, 2018).
• Performing- Every member of the company's team begins to work hard in harmony toward the
firm's goals while also resolving internal issues.
• Adjourning- This is the point at which the entire project is done and all Tesco employees
celebrate their accomplishment. The stage also produces a depressed atmosphere because
everyone had to separate after a long period of teamwork.
Here is a difference between an effective team and an ineffective team
Effective team Ineffective team
Goals Their members know and has
accepted the objective of the team.
The members of such groups are either
unaware or do not understand the target
to be achieved.
Contribution All the members of the group
participate in the tasks and their
discussion is always work oriented.
Only few people take part in the job
and many times the discussions is far
away from the topic.
Listening The members of the team pay
attention to what others are saying
and generate ideas from them.
People do not bother to listen each
other and ignore the ideas.

Conflict solving People tries to avoid conflicts during
disagreements and resolves them
effectively if dispute arises.
The group do not resolves the issues
effectively and are dominated by the
leader to solve them.
LO4
P4 Concepts and philosophies of organisational behaviour for a business situation
The organisational behaviour provides the elements in which they maintain the effective
structure, technology, structure and all the external environmental factors. There us been seen
that to comply with the working and to sustain the employees with proper approach there is
needed to apply the philosophies for the work and their nature. They are like the autocratic,
custodial, supportive and many more. All such autocratic applies to have the command and the
methods in which the managers try to give all the details and the nature of working. Some of the
main philosophies in the organisational behaviour are mentioned thereunder:
Path Goal Theory
According to the theory, a leader's behaviour is influenced by their subordinates'
motivation, satisfaction, and performance. It is the leader's responsibility to determine the
employees' personal goals as well as the organization's targets, analyse them, and devise a
strategy to help them achieve both goals effectively and satisfactorily. This theory is divided into
four categories.
• Directive- In this method, a leader educates his or her followers about the level of performance
expected of them and specifies how they should go about completing the task. Tesco, for
example, has decided to modify the design of its stores and make them all look the same. As a
result, the design team's leader will guide them through the design process and encourage them
to work hard.
Achievement-These leaders set difficult goals for their subordinates and expect high levels of
performance while expressing faith in their abilities. for example, the same example as in
directive. Tesco can simply ask its design team to create something on their own, without
providing them any instructions or having faith in their ability.
Participative- The leader incorporates his or her personnel in decision-making and
communicates with them. Assume that sales in one of Tesco's stores are declining, and the

management is unable to determine why. The business could schedule a meeting with the store's
salespeople and inquire about the cause of the decline.
Supportive- In this leadership style, the boss is approachable and shows concern for the
employees' personal and emotional needs (Kotarba, 2018). To give an example, a hardworking
Tesco employee is suddenly underperforming. The leader can assist the individual by
understanding the issue and assisting in its resolution so that the individual can concentrate on
the task at hand and accomplish it well.
Categorization of Path Goal Theory
Employee Characteristics: The employee characteristics are important part of path goal
theory which are effective for development of personality. Employee characteristics should be
considered in a major sense to develop efficiency at the marketplace. Employee characteristics
are major traits of an entrepreneur which are help in overall productivity of a company.
Environment and Task attributes: It is compulsory for the management to develop a
precise environment which is helpful and supportive for business development. In this stage the
environment and task attributes of an organisation are formulated by the management. The
management then provides precise training to several employees for increasing motivation in
different employees.
Leadership Behaviour: The leadership behaviour is related to the attitude of a leader in
response to specific organisational task. In recent times the autocratic leadership style is
considered as well-known approach. A leader mainly chooses democratic leadership style is a
major tool which helps an organisation to develop different organisational goals. The
achievement of goals and objectives is supported by major operations of which are performed by
management of Tesco.
Social capital theory
The social capital theory is considered as major approach which is helpful in
development of different philosophical approaches. The main organisational in the field of retail
sector like Tesco promote use of social capital theory for development of different business
practices. This theory is also beneficial in developing harmony between employees to facilitate
business activities and operations in a precise manner. Many successful companies in
international and domestic market use this theory to achieve competency edge at the

marketplace. Tesco implement social capital theory with the help of professional management to
develop various consequences of product development. Many companies also focus on
implementation of this theory to improve functioning at the marketplace. It is compulsory for a
business organisation to implement various theories and models which are supported by social
capital theory. In the functioning of a company various employees of top level management are
dedicated to provide effective solutions to organisational problems (van Dun, 2021). A company
has to keep in mind various responsibilities in order to gain competency edge and to develop
effective market strength. The management of concerned organisation should formulate
necessary steps and take assistance of social capital theory for achievement of various goals and
techniques. In the era of stiff competition between different companies Tesco focus on
implementation of this theory for achievement of organisational goals and objectives. The main
function of a person in career related life is to majorly practice different techniques of business
management which are essential for business development. Tesco also takes assistance of this
theory to focus on different roles and responsibilities of different employees for functioning of
different departments in a precise manner. A business entity must focus on development of goals
and techniques which can be used by various companies to formulate actions. In the functioning
of an organisation social theory is mainly helpful in development of a precise business strategy.
It is also helpful in social welfare of the people which is an advantage for an organisation.

CONCLUSION
According to the above-mentioned report, it is critical for a business organisation to have
positive organisational behaviour in order to grow. This project concludes that it is mandatory
for an organization's management to use motivating tactics in order to improve employee
welfare. This report concludes that a company entity's management must utilise effective
philosophical strategies to boost staff productivity. According to the above-mentioned report, an
organization's development of an effective team is required in order to increase harmony
between various tasks. This analysis also suggests that in order to improve the internal
environment of a business, it is critical for an organisation to adopt a specific culture.

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